“Finding outside the box solutions like this is a great way to keep things bite sized, grow organically, and yet foster the room for growth and flexibility that you're looking for,” explains Justin Poynter. Justin is the Vice President of Strategic Partnerships at Arthur Marshall, Inc, a national recruiting firm that supports dentists across the country. Today, he joins host Jon Harris to talk about associate recruiting and retention.
Dental practices all over are currently struggling with recruitment and retention for a multitude of reasons such as the increasing cost of dental education, the impact of the coronavirus, and Baby Boomers retiring. Practice owners have 3 main options when it comes to recruiting. They can hire someone they know through a referral, choose from active online job seekers, or cast a wider net which tends to require making the job opportunity more attractive. Sometimes it may be necessary to start targeting non-active job seekers who may be unhappy with their current position through an online ad. Putting this money into advertising is typically a worthwhile investment as it can yield a new employee who has a greater ability to produce a return on that investment within their first year.
There is a shortage of quality dental candidates in the talent pool right now, so it is important to think outside the box when it comes to recruitment and retention. You may have to call around to other practices for referrals, offer attractive bonuses and higher salary rates to remain competitive, invest in advertising, or even look out of state for new employees. Putting in the effort up front to find the right fit is extremely important as it will save you money in the long run and result in less turnover.
Quotes
• “Set a 45 day clock. Within those 45 days, reach out to your network. Reach out to other practice owners, other vendors, and see what you can gain in terms of referral.” (15:14-15:26 | Justin)
• “When a candidate is looking on a job board and there's a search results page of a hundred listings in front of them, they all start to kind of bleed together.” (18:31-18:39 | Justin)
• “As long as you find somebody that's got career ambitions that match up with your long term expectations of the roles, and have some sort of track record of sticktoitiveness, those are big priorities that I try and tell practice owners probably should be close to the top of their list.” (20:22-20:43 | Justin)
• “There is an endemic level of misunderstanding on the part of practice owners on just what is involved in retirement.” (23:27-23:36 | Justin)
• “Simply sitting around conducting business as usual every day is not going to get practice owners to where they want to go.” (37:35-37:43 | Justin)
Links
Connect with Justin Poynter:
https://arthurmarshall.com
https://www.linkedin.com/in/justin-poynter/
https://www.facebook.com/ArthurMarshallInc
https://www.instagram.com/arthurmarshallinc/
Connect with Jon Harris on Facebook:
https://www.fortunemgmt.com
https://www.facebook.com/jon.harris.39545
https://www.facebook.com/fortunemgmtmidsouth
https://www.facebook.com/fortunemgmtgeorgia
Follow Jon on Instagram:
@jonharris_
@21stcenturydentistry
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